Lead Technical Recruiter

8+ years of full-cycle recruiting experience, with significant focus on product, engineering, data, and AI roles. 2+ years of experience supervising, mentoring, or leading other recruiters. Demonstrated success hiring senior-level or business-critical technical talent in competitive markets. Experience owning a market-specific and/or function-specific talent strategy. Proven ability to partner with senior leaders and influence hiring decisions using data, judgment, and market insight. Strong sourcing expertise across passive talent, referrals, and community-based channels. Hands-on experience leading offer strategy, negotiation, and closing conversations. Track record of designing or improving structured, equitable recruiting processes. Comfort using recruiting metrics and insights to prioritize work and improve outcomes. Experience representing an employer externally through events, partnerships, or community engagement. Proficiency with modern ATS and recruiting technology, including Greenhouse, LinkedIn Recruiter, sourcing automation tools, analytics platforms, and AI-enabled recruiting tools. Exceptional communication and storytelling skills with an inclusive, consultative approach. Resilient, resourceful, and energized by building long-term talent infrastructure in a fast-growing environment.

Build and own a nationwide R&D talent strategy with a deep focus on the Boston market. Partner with R&D and business leaders to translate organizational goals into clear, achievable hiring plans. Design and continuously improve scalable, structured, and equitable recruiting processes. Champion the responsible and transparent use of AI in recruiting. Serve as a subject-matter expert on technical talent markets, compensation trends, and recruiting technology. Own full-cycle recruiting for product, engineering, data, and AI roles across levels. Develop proactive sourcing strategies. Lead offer strategy, negotiation, and closing conversations. Maintain accurate, high-quality data within Later’s ATS and recruiting systems. Track, analyze, and share recruiting metrics. Act as a trusted advisor to hiring managers. Supervise, mentor, and develop members of the technical talent acquisition team. Partner cross-functionally with People, Marketing, and Operations to strengthen employer brand and candidate experience. Represent Later at Boston-area events, conferences, and universities. Stay current on technology market trends, emerging recruiting tools, and evolving hiring practices. Build and maintain recruiting playbooks, frameworks, and documentation.